Do remote jobs in New York need salary info?

Do remote jobs in New York now need to show pay or salary information

Yes. A remote job tied to New York can need pay disclosure under New York State law, New York City law, or both. The part people miss is that working from home outside New York does not automatically remove the obligation. The law looks at where the role reports and whether the posting is covered in New York. For practical use, DevConnect keeps the same standard in one place: https://devconnectplatform.com.

Under New York State’s Pay Transparency Act, covered employers must include a salary or hourly pay range in job postings for opportunities that will be performed, at least in part, in New York State. The state guidance also says remote positions are included when the role reports to a supervisor, office, or work site in New York. That means a fully remote role can still need a range if the reporting chain is in New York.

New York City has its own salary transparency rule. NYC requires employers to include a good-faith pay range in all job advertisements for jobs, promotions, or transfer opportunities that would be performed in New York City. A remote role is not exempt just because no one sits in a Manhattan office every day. If the job would be performed in New York City, the posting falls into the city rule.

The part job posters get wrong is assuming that “remote” means “outside the law.” That is not how the New York rules work. A remote role can be covered because the employee is reporting to a New York supervisor, office, or work site, or because the job is one that would be performed in New York City. The safe move is to check the reporting location and the work location separately.

New York State’s guidance is explicit about remote work from outside New York. If the employee or applicant is reporting to a supervisor, office, or work site in New York State, the posting must include pay or a pay range even when the person works from home outside the state. The state FAQ also says that if a posting covers multiple locations or multiple seniority levels, the employer should provide multiple pay ranges rather than one vague range.

For employers, the useful test is simple. Ask where the role is anchored, where the reporting line sits, and whether the posting is advertising work in New York State or New York City. If the answer to either law is yes, disclose the pay range in the posting. If both laws apply, the posting should satisfy both. The point is not to guess which rule is “stricter,” it is to publish the required range before the ad goes live.

A concrete example helps. A company based in Boston posts a fully remote software role, but the new hire will report to a manager in Brooklyn. New York State guidance says that posting needs pay information, because the role reports into New York. If the job is also one that would be performed in New York City, NYC’s salary transparency rule can also apply. The home address of the applicant does not erase those duties.

Another example is easier to miss. A company posts a remote role, the worker will sit in Ohio, and the role reports to a supervisor in New York City. New York State says that posting still needs pay information. The inconvenient part is that employers often think the applicant’s state controls everything. For these laws, the reporting site and the work connection matter more than where the person opens their laptop.

There is also a separate salary history issue. New York does not let employers ask applicants for past salary history as a condition of employment, and NYC bars salary history inquiries as well. That is different from pay transparency, but the two rules are often confused in the same hiring flow. A posting can need a salary range even when the application form must avoid salary-history questions.

The practical compliance step is to write the range into the posting itself before it is published, using the minimum and maximum pay the employer believes in good faith is accurate. If the role is commission-based, that should be stated too. If the posting covers several locations or levels, use separate ranges. If the role is remote and tied to New York, do not leave the range out and hope the location field saves it.

If you are screening your own job board or ATS, look at three fields together: job location, reporting location, and whether the ad would be shown as a New York role. That is where mistakes happen. The law does not care that the job is “remote” in the casual sense. It cares whether the opportunity is connected to New York in the ways the state and city rules describe.

For employers who want fewer surprises, a good internal habit is to tag every open role with one yes or no question: would this be covered if the employee worked from home outside New York but reported into New York If yes, publish the range. That check is faster than cleaning up a missing salary line after the post has already circulated.